Reasons for Re-screening

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Re-screening current employees is still something that many businesses do not recognise as a key component to a solid and reliable background check program. Our 2016 EMEA Employee Screening Benchmark Report revealed that 71% of companies don’t even re-screen when an employee is promoted or changes roles. It is quite possible that someone may have passed a background screen when they were first hired, but in the time they have been employed their circumstances may have changed, meaning they could now pose a risk to your business.

Some industries, such as the financial sector, have regulations to state that certain roles must be re-screened at regular intervals to ensure employees are fit and proper to conduct their duties. But even without regulatory pressure, best practice indicates re-screening is a must to ensure you have done everything possible to mitigate employee risk.

But how much is too much? Our tips on getting the balance right:
  • Re-screen when employees are promoted or changing roles to make sure they are fit for the new role.
  • Re-screen temporary workers every time they are contracted for work.
  • Senior staff should not be considered above the process. Our Untouchables whitepaper revealed that 24% of firms admit it is possible board members have never been checked – don’t leave them out of the re-screening program.
  • Re-screen all or a selection of staff annually to ensure you have taken proper measures to reduce employee risk.
How to run a successful re-screening program:
  • As with many HR initiatives, communication is key. Have a clear policy for background screening that includes your re-screening program. Ensure all employees are made aware of the policy and have a place to ask any questions they may have.
  • Always make sure your policies comply with local data protection laws and any applicable industry regulations.
  • Like screening a new employee, your re-screening policy must be proportionate to the role the employee is in. The level of screening should reflect the potential risk to the business and the requirements of the role.
  • What do you do if information is discovered? It is key you have a policy in place for this event so the information can be dealt with appropriately. The findings should be looked at in the context of the role, and should prompt a conversation with the employee.


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HireRight is here to help guide you through the biggest screening challenges so you can focus on what’s important to you; attracting top talent. HireRight provides employment background screening services to organisations of any size, in every industry, and nearly anywhere.

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The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.

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